Explore Leadership Frameworks As a leader, it was important to understand the different leadership styles and how they can be applied to a situation. One style cannot be used for a response to a situation. To be an effective leader, the use of multiple styles was needed. The purpose of this assignment was to define governance and administration, analyze a response to a situation, identify the key players and describe their administrative styles, classify the actions taken, and suggest a course of action.
Define Governance and Administration According to United Nations Educational, Scientific and Cultural Organization (UNESCO, 2017), governance was referred to as structures and processes that were designed to ensure accountability, transparency,
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The President had structural, human resource, political, and symbolic types of leadership. The Provost had structural and political types of leadership. According to Bolman and Deal (2013), a structural leader focused on designing and building an effective organization. The author stated that the structural leader did their homework by studying the structural problems and data, reanalyzed the relationship of structure, strategy, and environment, focused on implementation, and experiment and that the human resource leader communicated a strong belief in people, was visible and accessible, and empowered employees. The authors explained that the political leader clarified what they wanted and what they could get, assessed the distribution of power and interests, built linkages to key stakeholders, persuaded first, negotiated second, and coerced only if necessary, and the symbolic leader led by example, used symbols to capture attention, framed experience, communicated a vision, told stories, and respected and used …show more content…
Bolman and Deal (2013) noted that holding a town hall meeting to hear the views of the employees was a characteristic of human resource leadership. Byron (2016b) noted that the faculty had stated that the President had become inaccessible, faculty needs were being ignored such as updated technology, and the culture of shared governance and collaboration once enjoyed had eroded. In this example, the human resource and symbolic leadership was not portrayed. In the view of the faculty, the President was not available and was ignoring the needs of the faculty. Bolman and Deal (2013) explained that for a leader to be effective, being accessible and meeting employees’ needs were important in human resource leadership. The faculty also noted the culture of shared governance was dissolving. Bolman and Deal (2103) noted that using and keeping culture was important for the effectiveness of a symbolic leader. Byron (2016b) also noted that during the town hall meeting, the President reminded the faculty of the culture of the college where people can say what was on their mind. Reminding the faculty of the culture of the college, the President was using symbolic leadership because he was reinstating what the college represented. Bolman and Deal (2013) noted that under symbolic leadership the philosophy of the organization was used to rekindle the spiritual side of the organization. Byron (2016b) stated
In the world of higher education, we as students who have chosen this profession strive to one day possibly becoming a President of an institution. In the article written by Michael D. Cohen and James G. March, “Leadership in an Organized Anarchy” the authors detail their beliefs that most college presidents face four fundamental ambiguities which strike at the heart of a president’s interpretation of leadership. The four ambiguities are ambiguity of purpose, power, experience, and success. But is Cohen’s and March’s concept true for every president and their institution? To determine this I have decided to compare them to the current leadership of 16th president of the University of North Texas (UNT), Dr. Neal Smatresk.
For over fifteen years at Weston University, Dr. Powers operated from a human resource view, providing the faculty with security and stable working conditions (Bolman & Deal, 2013, p. 16). As a result, the leader's authority is derived from making sure that the faculty's individual needs are the highest priority, rendering a servant leader as a pushover (Bolman & Deal, 2013, p. 56). The contrast of leadership styles is primary problem in this case. Dr. Power's longtime human resource frame to Dr. Ball's new structural frame following a set of rules governing performance that utilizes a hierarchy of offices (Bolman & Deal, 2013, p. 46).
In conclusion, all types of leadership are similar in ways such as taking initiative or setting the example. However, different types of leadership have a different perspective depending on the situation. Combat leadership is high-risk and requires a single-unquestioned authority. A certain level of responsibility and decisiveness is necessary. On the other hand, leadership in the dorm has an entirely different perspective, one of patience, listening, and finding a thought-out solution. Both leaders are necessary to lead the group, but differ dramatically in style based on the
Chad Miller, manager of Buffalo Wild Wings in Dubuque, excellently showcases leadership characteristics each time I work with him. Throughout my one and a half years working underneath him, I have witnessed many great exchanges of leadership from Chad to customers, employees, and his other managers. He remains professional, shows his passion for the sports within the restaurant, as well as the food and atmosphere, clearly communicates effectively, and has inspired many people to move up within the company. However, another great example of leadership comes from the Director of Student Life, Diversity, and Leadership of Northeast Iowa Community College, Kara Popp. She exudes professionalism, while maintaining a light atmosphere during the time I work with her. Her communication style clearly shows her passion for the school by consistently instilling excitement and enthusiasm into her audiences. As president underneath of Kara, I have transformed into a proper leader. Although my previous leadership experience, as an 18 year old manager at a McDonald’s restaurant, showed my immaturity throughout my tenure, but beca...
Mlls, D. Q. (2005). Leadership How to Lead, How to Live. Boston: Harvad Business School Press.
Introduction According to the Oxford Dictionary, a leader is defined as “the person who leads or commands a group, organization, or country” (Oxford Dictionaries, 2013). Though there is a definition for what a leader is, people still have different ideas about what a leader should be and how he or she should act. There has never been a concrete idea of what a leader is; the only thing we know is that this person is the one in charge of the unit. We look at characteristics of those people we see as leaders and use those attributes to compare other people to see if they are able to be as good as, or even better than, those aforementioned leaders. We have to keep in mind that in different situations, leaders must do different tasks which indicates the need for different qualities.
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
Although there are many outstanding, albeit necessary qualities of a good leader, it is the leader’s beliefs in which greatness is given its first breath, fostered by action, and spread throughout the institution. A great leader believes in encouraging, not destroying; in setting the precedence instead of yielding to prominence ; in collaboration, not division; in giving, not taking; and in having high standards and volunteering to be the first of many to be held to them. A great leader does not take advantage of the people being lead, but instead, creates an advantage for the people by giving them the opportunities to lead. Only when people take ownership of an institution will passion be cultivated, action be taken, and greatness be achieved.
A person’s title within the organization does not make them a leader. The driving factor which determines if someone is in a leader position is their behavior. This person who is a leader will guide those in the organization by influencing, guiding, giving direction, and opinions (Marquis & Huston, 2012). The culture as well as the climate of an organization begins with the leadership (Azaare & Gross, 2011). Each individual person has their own leadership style. Knowing one’s own leadership style will help them understand themselves and be able to grow as a leader. The purpose of this paper is to look at my own leadership style, including my strengths for leading others. A description of a potential challenge that I foresee due to my leadership style and a plan for my personal leadership development will be discussed.
Sternberg, R. J. (2013). Perspectives: Leadership Styles for Academic Administrators: What Works When?. Change: The Magazine of Higher Learning, 45(5), 24-27.
Leaders are the individuals who help to create options and opportunities. They help in identifying the choices and solve the problems. They build commitment and coalitions. Leaders do this by inspiring others and working along with them to construct the shared vision of the possibilities and commitments of a better group, organization or community. They engage the followers in such a way that most of the followers become leaders in their own right. The variety of demands of an increasingly complex world very often require that leadership be shared by most of the members of an organization, in appropriate ways for different situations. A leader is the on...
Leadership has been defined in different ways, a definitaion of leadership that would be most commonly accepted would be “the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organization…”(House et al., 1999, p. 184 as cited in Yukl, 2013, p. 19). After a comprehensive review of different leadership literature, Stogdill (1974, p. 259, as cited in Yukl, 2013, p. 18) concluded that “There are almost as many definitions of leadership as there are persons who have attempted to define the concept." Leadership can be viewed from two different angles one is shared influence process and other as a specialized role. Researcher who view leadership as a specialized role consider attributes as a factor in selecting a designated leader. On the contrast, theorist who emphasises on influence process considers “Leadership” as a social process or a pattern of relationship.
On a large scale, governance describes methods a governing body uses to ensure its citizens follow established protocol. At the macro level, there is a loosely coupled organizations structure that supervises and maintains respons...
Many people associate leadership with a specific job title or form of power within an organization. However, through personal experience, I have concluded that leadership can come in many forms and position as well as from multiple sources of roles and job titles both with and without power. Based on the definition of leadership, anyone can be considered a leader as long as they have the ability to influence people to achieve a particular result or goal which benefits the organization or group as a whole. Individuals with a secure sense of self and understanding, acceptance of diversity within an organization tend to be the strongest leaders that not only make others want to follow, but they also encourage other leaders to gravitate to their
...inction between the roles and actions of leaders and managers. Principals are capable of adopting each approach and proper implementation would benefit staff and ultimately, student performance. As found in the case study and literature, currently most principals undertake a managerial role, but neglect to be leaders. Therefore, most principals should emphasize leadership behaviour to bring balance to the position.